@es I think the highest I've ever gotten to was 97%, and that was more because of a structural abnormality than anything else. I had a DR get there too, and theirs was because they moved to a lower geo code.
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@dd oh my gosh, you have no idea. LOL everyone in my area except the newest people (hired before HR posted 85% to 100% on job openings and target 90% now - they used to target midpoint), everyone is around 90%. Well at least 80% of them are at 90%. Most of them are long time employees. 10 yrs or more. Several are in the 80s.
Get over mid and your in the chopping block
@dd I get that, but do you know how many areas and people never see mid? I've been in leadership for over a decade and never seen someone get to mid. In my area I've heard there is one. I'm not saying it doesn't su-k, but some people are still behind. I do not think that should justify denying higher earning people merits though. In my experience, most people slide backwards in the comp ratio YOY because they fund it too poorly.
$10 million buys a lot of margaritas for CPG
@bg garbage raises? Most of us didn't even get that because we make slightly more than midgrade. Pathetic.
@bg yep. She earned 10M in 2025, 2nd highest paid. In January, she denied 200 of 300 promotion requests. If she approved all 300 that would be ~5% but she only approve ~1%. That is not normal. She absolutely held back money from merit pools. When she didn't like anonymous questions in Q&A, she demanded people put their names on Q&A questions. She is a horrible leader with those atrocious thick black glasses.
And like I said elsewhere, when her level gets destroyed in a TTUS suvery, they delegate the fix down the chain. "Hey L5 manager, come up with a plan for why people hate me". What a clown show she is.
Oh and she has layoff discussions going on RIGHT NOW, in her area. Can't say where but it continues.
The story they seem to be trying to sell everyone, including themselves, it's that if they force you to develop you can earn a new better job, as if there are lots of those right now, so they can feel better about giving garbage raises. They'll even sometimes say out loud that if you want more money, earn a promotion. Meanwhile she cuts the merit pool (last year she dropped it from 3.2 to 2.2) to save money, and they reward her for it. If you haven't looked at our last proxy statement, it'll show you just how much they gave her for that cut. She seems to be sc--wing us because she'll get rewarded.
@b0 Thank you for providing a straightforward answer! Those seem hard to come by around here.
Independent Career Development Plan,
With survey results in the bottom tier in most departments, not much to talk about on the leadership side, so lets talk about the employee and how to better develop (or defeat and destroy) their career, since most middle management fears the talent, the experience and the raw ability on their teams,
What is ICDP?
I don’t know the specific details about this but it’s hardly surprising. The current MC will never accept any blame or accountability for anything. They’ve made it very clear that they’ll just throw lower level mgmt under the bus or blame it on employees.
If your morale is low, if you’re unhappy with any of their wonderful decisions, it’s your fault. They just want you to shut up and let them continue making their money while planning to outsource your job at the earliest opportunity.
@ab ewww!!!!
Who cares...JR is hot, and thats all that matters
Care to elaborate?